Do you have a new supervisor playbook that you use when you promote or hire for supervisory positions? Are you finding that you make assumptions of how people will be with each other and then it doesn’t go as you expected? Do you find you have to spell out a lot more about people’s communication practices than you think you should have to?
In his book The Growth Dilemma, Ami Kassar has a series of questions to evaluate how risk tolerant you are in your business. If he gave you $1 million, would you invest it in your company or put it in mutual funds? >
A term for confusing communication that tries to sound smart, yet has obscure meaning, was just introduced to me. The term is biz-blab. I immediately was captivated. >
Does your company have a culture committee? Before you swipe left, let me say that they are present in Fortune 500 companies, start-ups and everything in between. What are they and why would you have them? Let’s start with why people start them. >
Do you have a wisdom circle – a group of wise friends or advisors who tell it to you straight and hold you accountable to being your best self? What would it look like if you did? How bout this? >
Last week I suggested that the answer to some of this sexual misconduct is to have at least 30% women on your leadership team. I did not mean to be glib. However, that would change the culture pretty quickly. >
As we discussed the last 2 weeks, Patrick Lencioni believes that ideal team players are humble, hungry, and smart.
What does he mean by smart? In the context of a team, smart refers to your common sense about people: being interpersonally appropriate and aware. “Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way.” >
As we discussed last week, Patrick Lencioni believes that ideal team players are humble, hungry, and smart. >
When I talk to first line employees, I find that their knowledge and application of the mission and values of the company can be pretty foggy. Or, perhaps, no one told them. >
Like many of you, I’ve called myself one thing for all of my existence. Now, after being a Member of a Vistage group for 4 years and a Vistage Chair for over 17 years, Vistage is changing the name from a Vistage Group to a Vistage Peer Advisory Board. We shall call it a “Board” for short.
Just like young woman practicing saying “Nora Franco”, or “Nora Washington”, or “Nora Thomas”, instead of Nora Paller, I am now trying to say “Vistage Board”.
I pace around the house repeating phrases like:
Take that to your “Board.”
Our “Board” decided to have the retreat in October.
Who is on your “Board?” Some of your fellow “Board Members” did not agree with you on that issue.
Mind you, I think the new languaging more accurately represents the value the Members are getting out of the Group, oops, I mean “the Board”. It better communicates why high performing executives spend all of one day each month with their peers.
It connotes accountability and attention to results. We do all that.
I just keep going around the house mumbling phrases like “in my board meeting the other day”, my “Board Member” told me that, “Ed is a Member of my Vistage Board.”
Sigh. It will take some practice. If you are a Vistage Member, join me. Let go of your Group and embrace your Peer Advisory Board. What do you think? Doesn’t it make you just stand up a little straighter?
image courtesy of theprayingwoman.com